www.insightssuccess.com August 2017
The way of business solutions
Editorial
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o matter wherever a person reaches, whatever the person gets or enjoy, however, he/she is, the demand for more is immortal, and it is never going to end. If one stops asking for more, then, the person has apparently reached the ultimate destination of mental power and is no less than a saint who is ready to sacrifice each and everything in life. The most difficult job in the world is to satisfy a human being. Whether be it an employer or an employee, the satisfaction level for both remains too high to fulfill. It is when the demand for Human Resource Solution Providers arises.
Search for Satisfaction Ends with Strategic HR Management
With the sudden ups and downs, economical crash, recession in the world job market, it becomes an extremely burdensome task for businesses to manage and take care of the human resource. If any enterprise is less concerned about its workforce, the company can hardly thrive in the industry for long. The Human Resource Management companies are providing services all across the globe to maintain a highly balanced bridge between an employer and their employees. It acts as the pathway between a talent and it’s perfect destination. With the change in the industry, the workload for HR solution providing companies are rising in a rapid rate. The workplace, the work pattern and the mentality of the hirers and workers are changing, hence, the job role of Human Resource Solution Providing Companies are also transforming. The current scenario suggests that the companies are using certain strategies to hold on their employees like focusing more on improving their candidate and employee working experience, continuously reviewing and evaluating their talents to help them develop themselves, introducing more technological equipment to reduce the gap between different generation of employees, introducing beneficial schemes and perks for the employees and various other methods to maintain human resource efficiently. Every HR Solution Provider is evolving and finding innovative ways to satisfy both sides of the coin and each of their techniques and strategies vary from the other.
Rajarshi Chatterjee
www.inď€ onic.com
CONTENTS A r t i c l e s
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C X O S T A N D P O I N T
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Strategy Talk: Harnessing the Potential of Strategic Human Resource Management to Achieve Organizational Success
Editor’s Opinion: Re-Invent the Fundamentals of Human Resource Management
Path to Success: How Can Empathy Lead One to the Way of Success?
22 Redeď€ ning Human Resources with Evolving Technological Trends
08 C O V E R S T O R Y Zoho Corporation: THE Operating System for Business
All Aces Promotional Stang Inc.: Satisfying Clients with Best-in-class Event Stang Solutions
Hrsoft: Providing A Complete Compensation Solution for Employers
AMN Healthcare: Delivering Better Patient Experience For Decades
Jumpstart:HR: Helping Businesses Run Efciently
Bonfyre: Improving Workforce Engagement and Driving Culturally Enriched Workplaces
Editor-in-Chief Pooja M. Bansal Senior Editor Ariana Lawrence Managing Editor Rajarshi Chatterjee Co-Editors David Smith Abhijeet Parade Stephanie Andrews Contributors Saurav, Kaustav Visualiser David King Art & Design Director Amol Kamble Co-designer Alex Noel Picture Editor Aparna Vanzul Art Editor Vijaykumar Dudhbhate Business Development Manager Mark Harris Steve Smith Marketing Manager Alex Noel Business Development Executive David, Joseph, John, Mary Research Analyst Jennifer Circulation Manager Robert Database Management Steve Technology Consultant Vishal More sales@insightssuccess.com
August, 2017 Corporate Ofď€ ces: Insights Success Media Tech LLC 555 Metro Place North, Suite 100, Dublin, OH 43017, United States Phone - (614)-602-1754 Email: info@insightssuccess.com For Subscription: Visit www.insightssuccess.com
Insights Success Media and Technology Pvt. Ltd. Ofď€ ce No. 513, 5th Floor, Rainbow Plaza, Shivar Chowk, Pimple Saudagar, Pune, Maharashtra 411017 Phone - India: 020-69400110, 111, 112 Email: meera@insightssuccess.in For Subscription: Visit www.insightssuccess.in ,
HR Solution Providers, Helping Businesses Manage Human Resource Efciently
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ffering businesses with talented, skilled and efficient workers based on their demand and needs, the HR Solution Providers help businesses to strategize their plans and ways to effectively manage their human resource. These companies are using technology to modify the human resource management industry and aiding businesses to use their workforce in an effective way to gain greater return on investment with ease. At the same time, these HR Solution Providers are helping talents to reach their desired job and employers to get the desire employee. Whether be it IT, healthcare, industrial, automobile, hospitability or any other industry, the demand for human resource and HR Solution Providers are everywhere. To bring forward such HR solution providers that are helping all the leading industries, let it be hospitality, retail or healthcare, we have come up with an issue of The 10 Best Performing HR Solution Providers 2017.
Right from the beginning of the journey we have shown how different HR solution providers are helping the world of business with their strategies and expertise. On the cover of this issue, we have Zoho Corporation, a leading HR Solution Providing enterprise in the cloud technology and on their devices offering business, network and IT infrastructure management applications and software maintenance and support services with an inspiring journey that has a legendary status in itself. With a total staffing of around 4000 employees, headquartered in California, more than 30 million users around the world across hundreds of thousands of companies rely on Zoho every day to run their businesses. Its comprehensive range of online applications enables individuals and businesses to manage all their work with ease while dramatically reducing the cost. While flipping through the pages, one can get to know about other leading HR Solution Providers as All Aces, an award-winning event staffing agency specializing in conferences, experiential marketing programs, and product demos nationwide with capabilities in Canada, the U.K., and Europe. AMN Healthcare, an immense innovator in healthcare workforce solutions and staffing services to healthcare facilities providing unparalleled access to the most comprehensive network of quality healthcare professionals through its innovative recruitment strategies and breadth of career opportunities. BonfyreApp is making businesses culturally enriched and helping organizations to deliver better services/products and gain greater return on investments through their workplace culture platform that helps employees build personal relationships in the workplace. HRsoft is helping enterprise employers to save time and their best employees and providing a leading solution of compensation and total rewards software. Jumpstart: HR is focused on growing small businesses and startups through cutting-edge HR consulting services. In this issue of The 10 Best Performing HR Solution Providers 2017, we have included masterly articles written by our in-house writers; Re-Invent the Fundamentals of Human Resource Management, How Can Empathy Lead One to the Way of Success and Harnessing the Potential of Strategic Human Resource Management to Achieve Organizational Success. Hope this issue will make a mark on your mind and a memory that you will always remember.
Cover Story
Sridhar Vembu CEO & Founder
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tartups have been the overrated success story of the past decade, with numerous new entrants not just hitting it big, but changing the face of business in the process. However, the harsh truth of startup ecosystem is that nine out ten startups fail, sometimes mysteriously and often unnoticed! But for every nine startups, there emerges a quick, inventive and incredibly innovative startup. One such firm, which has emerged from a small apartment located in the suburbs of Chennai, India in 1996, to become a multi-million dollar company without taking any external funding, is the Zoho Corporation with an inspiring journey that has a legendary status in itself. Over the last two decades of its journey, Zoho has emerged as a leader in the cloud and on your devices, while providing a single cloud platform with all the necessary applications to run a business entirely from the cloud. With a total staffing of around 4000 employees, the company is headquartered in California and also holds offices in Singapore, Japan, China and India. Today Zoho’s marketing, sales and customer support applications – Campaigns, CRM, and Desk – enable businesses to acquire and manage customers and empower employees to create, store and distribute content on the cloud with Zoho’s productivity and collaboration applications - Office, Mail and Docs. Furthermore, businesses can run their operations on Zoho’s finance and human resources applications - Books, People and Recruit. More than 30 million users around the world across hundreds of thousands of companies rely on Zoho every day to run their businesses - including Zoho itself. A business can choose to run the entire Zoho suite, or just a single application. Zoho applications are available directly through zoho.com, or through an ecosystem of hundreds of worldwide Zoho partners. Zoho’s comprehensive range of online applications enables individuals and businesses to manage all their work with ease while dramatically reducing the cost. But being more productive and saving money is just the beginning of using Zoho. The HRM vertical is also equally essential for a company. The processes to be maintained are a lot, and that takes away all the time. So, its HR solutions suite of Zoho Recruit and Zoho People ensures that recruiters focus on what needs their attention the most – good talent. The Smartest Entrepreneur Who Turned Down VC Money Sridhar Vembu is the CEO of Zoho Corp. He co-founded Zoho (formerly AdventNet) along with Tony Thomas, and has been a CEO since 2000. Leading from the front, Sridhar has transformed Zoho, from a modest beginning as a software company serving network equipment vendors into
an innovative online applications provider. Sridhar Vembu hails from Chennai, India, with an electrical engineering degree from IIT Madras and a doctorate from Princeton University. Before starting out on his own in Silicon Valley, he worked as a wireless systems engineer at Qualcomm, Inc. for two years, where he was fortunate to work with some of the leading minds in wireless communications. Not every startup makes it to the finishing line and not every entrepreneur either. It demands courage, determination and perseverance to become the next big thing. And this is precisely what Sridhar has proved throughout his career. Right from introducing a new product line in the market to going against VC funding in 2000, he has done it all. What his career proves is that it’s not impossible to live the dream of every entrepreneur – being chased by VCs, and rejecting them! The Modest Beginning that Became Strong Foundation Zoho was set up to provide customers (individuals, students, educators, non-profits, small and medium sized businesses) with the most comprehensive set of applications available anywhere (breadth); and for those applications to have enough features and depth to make your user experience worthwhile. However, being a bootstrapped company, it was not an easy row to hoe. The prime obstacle in its early years was simply to figure out a way to grow without external financing, simply because no such financing was easily available. They had to find specialized market niches while staying under the radar of big industry players. But as they say, every hurdle comes with the lesson to learn and take something valuable out of it. Something similar happened with Sridhar when he learned that small niche markets exist that are not attractive to major incumbents can provide good opportunities for new companies, and he leaped. Initially, Sridhar was Chief Evangelist and focused on promoting and marketing the technology the company was selling and began approaching customers in the Bay area. And in no time, the company started getting clients, out of whom, one of their first clients turned out to be Cisco. The software had begun selling well, and they sold it to a lot to companies in the Silicon Valley and developed a good market in Japan too. By around 2000, the team had crossed century in a number of engineers with the business of around $10 Million.
Awaiting Bubble that Showed Right Direction The business was growing steadily, but something else was waiting for them – the bubble burst, and they saw a major downfall from 150 customers to just three customers. Sridhar had just taken over as the CEO of the company, and it was a very crucial phase for him as well as the company. But, once you replace negative thoughts with positive ones, you’ll start having positive results; he took it positively. The year was called an R&D, which only moved them into a right direction, and took place the birth of ManageEngine which today accounts for over half of Zoho Corp’s revenues. A year later, a lot of the start-ups were gone, and Zoho had successfully managed to transition the core of their business to wellestablished companies. Over the period, apart from ManageEngine, Zoho evolved into two more divisions; Zoho.com and WebNMS which ruled respective markets successfully.
We invest more in product development and customer support than in sales and marketing
The software we create is a reection of our organizational culture, and we are inspired to share our life’s work with our customers, so they can reach greater heights in their own business The Culture that Retains the People The biggest asset Sridhar considers in the organization is its culture, which enables them to retain their people. As per Sridhar, retaining talent and inspiring them to excel is the most durable competitive advantage any company could have. They think of the company as not just a commercial entity, but as a community, and think holistically about people and nurture talent in following ways. Zoho Recruit: Zoho Recruit is an easy-to-use collaborative recruitment software, catering to multiple hurdles faced by recruiters. With complete solutions for both corporate recruiters and staffing agencies, Recruit helps you source, track and hire the best candidates. Zoho Recruit’s strengths lie in its simple, yet effective user interface and maximum customization. Be it pre-hiring or post-hiring processes, set up Recruit to make hiring work your way. Zoho People: Zoho People is a complete human resources solution. While you focus on taking care of your employees and your business, Zoho People focuses on taking care of all the HR details that can often be so tedious and distracting. By empowering employees this way, Zoho People frees up management from repetitive time-consuming activities and allows your managerial and administrative teams to focus on the core services of your organization. “How an organization recruits and how it inspires its people to give their best is the essence of productivity at the microeconomic level and prosperity for society at large. HRM software plays a crucial role in these processes. By matching organizations with the right talent, recruitment software helps place people where they are the most productive. As more and more organizations in an economy scale greater heights of productivity, society itself benefits. Employees of well-run organizations also become pillars of their local communities, providing leadership to voluntary organizations,” – Sridhar shares his view on the current HRM industry. Constantly Striving to Innovate Zoho continually strives to innovate and build software that simplifies running business for companies of every size. The company’s latest release is the Zoho One, an all-in-one suite of applications to run an entire business—across every function and organizational group. Zoho One includes more than 35 integrated web applications and an equal number of mobile apps—under a single sign-on and with centralized administration and provisioning—making it a true operating system for business. Zoho One is available for $1 a day, per employee. With over 35 applications, complementary mobile and native apps along with several browser extensions and extras, Zoho One offers the broadest suite of business applications in the market along with an administrative control panel for centralized administration and provisioning. Envisioning the future, Zoho aims to be The Operating System for Business, providing the foundational software for millions of organizations and hundreds of millions of users worldwide. With the kind of inspiring journey it has had, the company is surely on its voyage and already way ahead of the competition.
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CORPORATE OFFICE Insights Success Media Tech LLC 555 Metro Place North, Suite 100, Dublin, OH 43017, United States Phone - (614)-602-1754,(302)-319-9947 Email: info@insightssuccess.com For Subscription : Visit www.insightssuccess.com
Company Name
Management
Brief
ALL ACES PROMOTIONAL STAFFING, INC. acespromo.com
Lauren Raimondi CEO
All Aces is an award-winning event staffing agency specializing in conferences, experiential marketing programs, and product demos nationwide with capabilities in Canada, the U.K., and Europe.
AMN HEALTHCARE amnhealthcare.com
Susan Salka Founder & CEO
AMN Healthcare is the leader and innovator in healthcare workforce solutions and staffing services to healthcare facilities across the nation.
BonfyreApp bonfyreapp.com
Co-founder & President
Chris Dornfeld Mark Sawyier
Bonfyre is a workplace culture platform that helps employees build personal relationships in the workplace.
Co-founder & CEO
Creative Circle, LLC creativecircle.com
Lawrence Serf CEO
Creative Circle offers creative staffing, marketing staffing, and creative jobs in several major cities.
Hrsoft Inc. HRsoft.com
David Kennedy CEO
Hrsoft is a leading provider of compensation and total rewards software that helps enterprise employers save time and their best employees.
Jumpstart:HR jumpstart-hr.com
Joey Price CEO
Jumpstart:HR is an American-based organization that is focused on growing small businesses and startups through cutting-edge HR consulting services.
Oasis HR oasishr.com
Miles Hunt Chairman
Oasis HR is an innovative, dynamic and multi-award winning network driven HR Recruitment Consultancy helping industry with market trends, industry insights and human resource solutions.
RiseSmart, Inc. risesmart.com
Sanjay Sathe President & CEO
RiseSmart offers outplacement services that are better, smarter, and faster than the rest – delivering greater value for better savings than those of outdated, traditional offerings.
WunderLand Group wunderlandgroup.com
Matt Hopkins CEO
WunderLand is a digital, creative and marketing staffing agency for full-time or contract jobs.
Zoho Corporation Pvt. Ltd. zoho.com
Sridhar Vembu Founder & CEO
Zoho Corporation offers online business, network, and IT infrastructure management applications, and software maintenance and support services.
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utomation is the key to future. Companies from all across the globe are automating their systems and reducing their workforce to increase both efficiency and revenue earnings. Experts believe that with all the complications between the United States and its Government, the importance for automated and organized systems are growing daily. Industry pioneers are expecting that the government of the United States of America will soon allow the I-9 process to be performed digitally, since the current system is considered to be antiquated and companies like Uber are really bringing to light the necessity for another classification of working class after 1099 and W2. With more and more workers falling into this category, it has become a central issue in the event staffing industry.
production assistants, registration staff, street teams, product sampling and demonstrations, publicity stunts, mascots, and out of home media. The extraordinary services of the company have earned them Inavero’s Best of Staffing award for the last six years and the Best of Staffing Talent Diamond award for two consecutive years. It has also won Corporate LiveWire’s Innovation and Excellence Award for Event Staffing and Corporate Insider’s Event Staffing & Management Firm of the Year award for its excellent innovation and leadership skills in the HRM industry. All Aces’ staff have represented numerous renowned multinational like Time Out Magazine, Armani Exchange, Nivea, and Google.
All Aces Promotional Staffing Inc. is an award-winning event staffing agency giving the industry best-in-class staffing support and talent. The firm works with agencies, brands, and event coordinators, and is specialized in conferences, experiential marketing programs, and product demos nationwide in the US with capabilities in Canada, the UK and the rest of Europe. The company is known to be W2 throughout the nation and is a certified WBE (Woman Owned Business Enterprise) in New York.
Entrepreneur by Profession and Rock Star by Soul Graduated in 2005 with a degree in Biology, Lauren Raimondi, Founder and CEO at All Aces Promotional Staffing Inc., is an entrepreneur filled with passion, dedication and hunger to learn and move forward. She has also completed graduation from the Goldman Sachs 10,000 Small Businesses program in October 2016, which has motivated her to re-think about the structure of her company and taught her the things she needed to scale her business.
Some of the primary services and staffing capabilities offered by All Aces include International event staffing and management, assistance with program logistics, brand ambassadors, mobile marketing tour staff,
While building up All Aces, Lauren had also served as Cofounder and Director of Operations at Brand Influencers. Apart from being a leader and the owner of an event staffing agency, she has a great taste for food, science,
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August 2017
Lauren Raimondi
Our approach is simple – plan for the best and expect the unexpected. Happy clients begin with happy staff. Maintaining positive relationships and consistently good customer service with both are top priorities at our company
Founder & CEO
literature, music, traveling and devotion to learn different languages. Lauren loves to enjoy every moment of her life by traveling to various places in the world, reading novels, going to lectures about cosmology and astrophysics, and playing drums in the videogame rock band like a big kid. Passion and Dedication led the Way to Success Established in 2007, beginning days were difficult for Lauren since she never had a “real job”, but slowly her enormous dedication helped shape the business. Her and the team’s closeknit relationships with the field staff and clients have aided All Aces growth. To ignite more growth, All Aces decided to outsource the back-end of the company and partner with ESSG, which holds various insurance policies including Worker’s Compensation for the different codes in all 50 states, and this is what has enabled All Aces to enjoy group insurance benefits including ACA compliance for the field staff. Fruitful Responses that Makes the Journey Worthwhile August 2017
“All Aces is a great partner! They are always quick to respond and have a quality resolution no matter what the circumstance,” says Marissa Catapano, Time Inc. All Aces is quite famous in the industry for their work, contribution and long-term relationship with the clients. Many of their clients continue to work with them even though they have switched companies, and that loyalty is what motivates All Aces to work hard and consistently strive for excellence. “All Aces has been a great go-to manager for us. They consistently provide excellent services, and I know that when we give them work, it will get done right,” asserts Terry Lozoff,
Antler Agency (now works at Latitude Beverage/90+ Cellars). Pillars of Achievements All Aces is all about its people, their skills, relationship with others, and the clients. The passionate and dedicated team of All Aces, both in the field and in-house are the pillars of the company and takes it forward on the path of success. The leader of the company feels fortunate to have had a solid base of people who care about doing a good job. The company believes LinkedIn, their talent platform, and Lauren’s colleagues from the Goldman Sachs 10,000 Small Business program, form the other pillars of success for All Aces. Along with their solid foundation, the company is planning to expand their client base into government and high-level corporations. All Aces is also planning to create more relationships with event staffing firms internationally to expand their reach for their clients.
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Strategy Talk
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he overall strategy of an organization refers to the competitive approach implemented by an organization in the market. The word ‘strategy’ and its usage is derived from a military term, meaning a plan of action that is formulated and designed to achieve a long-term goal or objective. This was then later on integrated into the business scheme of things so that all the organizational units function and operate in a coordinated fashion in support of the overall business strategy. Strategic Human Resource Management (SHRM) is based on the principles of HRM but incorporates the concept of strategy into its process. It is a fairly new concept which has branched out from its parent discipline of Human Resource Management. Strategic HRM stands in contrast to
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conventional HRM, which confers to an organization at its operational level. Great vision without great people is irrelevant. SHRM is not merely a subsidiary function of HR department, rather all the managers and executives need to be committed to their involvement as the role of the workforce is vital for a company to gain competitive advantage.
Human Resource practices as part of their daily work. Ÿ To enhance the financial performance of a firm, a human resource architecture should be formulated and adopted. Ÿ Human resource management should be fully integrated and aligned with the strategic requirement of the firm. Historical Viewpoint
Strategic Human Resource Management requires the following involvement: The Human Resource policies should co-exist both across the policy areas and across the managerial hierarchies Ÿ Line managers and employees should adjust, accept and utilize Ÿ
During the mid-1980s, it was the responsibility of the personnel department to hand over applications, provide employees of the organization with insurance enrollment forms and processing payroll. It was the personnel department who played an administrative role back then. Over the course of the next two decades, the role August 2017
and functioning of the personnel administration became a lot more involved with the overall business goals of the organization. Companies started recruiting human resource leaders who had the distinct capability of managing the department in a much more strategic manner. This is how personnel administration gradually evolved into a business, one which came to be known as human resource management. Going Beyond the Traditional Human Resource Functions with its Distinct Features It provides complete visibility and rich monitoring insights of all employees through its Business Intelligence (BI) reporting, thereby leveraging the complete potential of Big Data Ÿ It provides organizations with predictive analytics to identify the best performers and fight-off any imminent risks, allowing HR professionals a much more proactive approach to talent management. Ÿ It helps in simplifying the payroll structure with its Smart Tax Search that sorts complex tax codes automatically. Ÿ
Compensation and Benefits The compensation and benefits structure of an employer partially determines the company’s business reputation and status within the industry. Additionally, the decision HR managers make, concerning pay scales, compensation and employee benefits can dramatically influence employee satisfaction, as well as the capability of the organization to recruit skilled professionals. HR managers need to consider a host of factors including labor market situation, shortage of workforce, budgetary constraints and job evaluation, before formulating a strategic plan to ensure pay and benefits. Another strategy of HRM includes weighing an employer’s choices between satisfying its workforce and pleasing the stakeholders at the helm of the company.
August 2017
Effectiveness of Human Resource SHRM teaches Human Resource professionals on how they can streamline the HR systems and processes of the organization. HR management can access insightful guides that explain how to strengthen employee solidarity by providing them mentoring guides and company activities, encouraging recruitment referrals, and designing individual teams. SHRM enables HR professionals to incorporate job expectations and organizational principles into the employee recruitment process. Thus, Strategic Human Resource Management helps in improving the efficiency of the Human Resource department through its valuable insights. Incorporating these strategies are of immense importance for cost conscious companies. Benefits account for 30% of the total overall benefits for the employees, in which health insurance accounts for the largest costs, paid leave, savings and retirement Employee Relations Strengthening the relationship between an employee and his/her employer is a critical area of focus for the HR department. Through SHRM, Employee relations could be boosted by influencing each and every discipline, including benefits, compensation, salaries, security, training and employee development. Implementing an on-premise investigation and imposing a fair employment process, are the two key components of an employee relations program and this becomes far less sophisticated with the incorporation of SHRM. Reaping the Future Potential of SHRM Strategic Human Resource Management enlightens organizations with a newly formulated plan and consistent work framework, in accordance with their business goals, needs, and strategies. Whether it be employee management, employee training and development, performance monitoring or accomplishing company goals, SHRM influences organizations in various aspects to lead them towards achieving business success. Primarily, a strategic human resource manager identifies the key HR areas where the already formulated strategies can be implemented in the future, to enhance the overall productivity and motivation of an employee. With changing skill set requirements, advancing technologies, workforce diversity and globalization implications, it is imperative for organizations to realize the potential of Strategic HRM and incorporate the same into their Human Resource department.
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CXO Standpoint
Redefining Human Resources with Evolving Technological Trends uman resource is basically the professional ďŹ eld that involves optimizing relationships between employers and employees while simultaneously ensuring that both groups positively contribute to the functioning of the businesses or organizations.
H
access to applications via mobile devices, companies are considering to adapt their HR systems. Delivering this kind of functionality implies that organizations will consider HR applications with mobilization process and the interface that employees are looking for.
The following are a few technological trends that bring a major change in human resources management software and industry:
3) Social Media – A powerful tool:
1) Big Data Powers Organization: Technology has transformed the monotony through HR platforms that digitize the information human resource needs. One such technological trend is Big Data, which is helping HR professionals to understand their customers, market to target audience group and communicate with prospective customers. When integrated with other technologies, Big Data helps to gain a deep insight and allows HR professionals to make decisions powered by vital information. 2) Mobile Apps are the Future:
Social media plays an active in HR today, especially when it comes to recruitment. Around a quarter of employers are using social media channels like LinkedIn to recruit staff. HR departments can use social media not only for recruitment and for employee engagement. It is considered as a prime source for companies to reach their HR goals. 4) Cloud based HR systems: Be it a web application or a native application, SaaS apps play a key role in every sector including the Human Resource Department. With the advent of cloud technologies, all the information such as documents and other pertinent information can be easily accessed online.
Smartphone is likely to dominate the HR landscape this year. As the workforce across various operations seeking
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MM 2017
Kailash Sahani Founder & CEO
About the Author Kailash Sahani is the Founder and CEO of Morpheus Human Consulting. “The difference between the impossible and the possible lies in a person’s determination.” - This determination coupled with flair to take up challenges have been the pillar stones of Kailash’s vision to make Morpheus a leader in HR domain. He has 16 years expertise in various domains like Banking & Financial Services, IT, ITES and Recruitment. He brings in his experience from companies like Manpower, Times Group, Standard Chartered Bank, Global Intelenet and EFunds. He networks with senior management people across sectors. Extremely focused on client servicing, he drives Morpheus in meeting deadlines and has successfully led to senior level closures. Morpheus believes every human is a unique asset and can be the right fit somewhere. So, what the consulting firm do is identify the right place for these assets so that they realize their true potential and bring the best value for the organization.
MM 2017
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Challenges faced by HR industry: 1) Talent retention: Talent management is the term used to describe the HR process of hiring and retaining top employees. Companies sometimes need to offer more in terms of benefit packages or incentives, because people increasingly look for jobs that reduce their risks in tough economic times. Employers are advised to identify their key employees from entry-level to upper-level management and take the appropriate steps that are unique to their businesses to retain these individuals. 2) Leadership Development: As companies grow and expand, developing leaders who are promotable is important. Leadership development also connects to retention in two ways. Employees often indicate poor manager leadership as a reason for leaving jobs. Additionally, employees want more active leadership roles in decisions within their departments and jobs, which may necessitate training. 3) Corporate Culture: Human resources plays an active role in the development of an organizational culture. Great workplaces with a great corporate culture are more financially successful than their peers. Great workplaces have lower employee turnover than their competitors and are able to recruit top talent that fits their culture and needs. The result is they provide top quality customer service and create innovative products and services that contribute to their overall financial success. Technology is the future in HR: Workplaces around the world are continuously changing due to technology. Technology is revolving around HR to automate and streamline practices for the department and company to become the definition of efficiency, high performance and costeffectiveness. 1) Artificial Intelligence in Recruitment: The HR department loses numerous hours on resumes from unqualified people. This is one area where technology may solve the problem. Artificial intelligence (AI) is on the front foot in regards to developing specific HR tech. Recruiting and AI fit perfectly together due to the simple fact that AI demands huge amounts of data and companies have millions of resume in their databases. Going through such a large database is exhausting for a person, but with the help of AI the process of screening can be done rapidly and offer a compelling list of candidates based on job requirements by means of simply grading them from best to worst. 2) Schedule and outreach automation: Automation can be a big help in recruitment. Discovering top talent in today’s world is hard enough and recruiters require automation to intelligently pick their candidates. Automation can be helpful in many ways. Recruiters can automate their calendars and email to send requests to candidates that have been identified as good matches using the AI screening tool, so recruiters don't have to deal with B-list candidates. 3) Training and Testing through Virtual Reality (VR): Virtual reality simulates the environment surrounding us which can be controlled through our body movements. Recruiters can use this technology to assess a candidate’s skills and abilities. Employers deal with high employee turnover rates in the first year due to mismatch. VR could be massive for the HR industry, because it could help reduce turnover by providing candidates with a realistic view of what the job consists of and get to understand the company culture as well.
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MM 2017
AMN Healthcare: Delivering a Better Patient Experience For Decades
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MN Healthcare is the largest healthcare staffing and workforce planning firm and a proven leader in developing innovative solutions for recruiting, managing, strategic planning, and optimizing the healthcare workforce. With the most comprehensive workforce offerings in the US, the organization has unparalleled access to the country’s largest and most diverse network of healthcare professionals. Founded in 1985, AMN Healthcare is a strategic partner, providing state-of-the-art sourcing strategies and resources to help its clients increase efficiency, reduce complexity, and improve the patient experience. Its customers include acute-care hospitals, community health centers and clinics, physician practice groups, retail and urgent care centers, home health facilities, and many other healthcare settings. A Leader Driven by Innovation Ms. Susan Salka is the CEO and President of AMN Healthcare Services, Inc. In the healthcare and investment community, Susan is an active industry spokesperson and has been one of the driving forces behind the strategic and operational success of AMN since joining the company in 1990. Under her leadership, AMN became a known name in the world of healthcare workforce solutions and is now the largest and most diversified healthcare staffing company in the country. Prior to her appointment as CEO of the company, Susan served in several other executive positions, including CFO, COO, and SVP of business development. Additionally, she serves on the board of directors of McKesson, The Campanile Foundation at San Diego State
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University and on the editorial advisory board of Directors and Boards magazine. She has previously served on other public company boards, including Beckman Coulter and Playtex Products. Susan also plays an active part helping others to achieve personal and professional goals. She is aware of the need to promote the value of women in leadership and the importance of community service. She was recognized twice as San Diego’s Most Admired Public Company CEO and has received various industry and business awards, including the Exemplary Award at San Diego Business Journal’s Women Who Mean Business Awards in 2011, and Woman of the Year by San Diego Magazine. She was also recently named to the Staffing Industry Analyst inaugural Staffing Hall of Fame. She started working for AMN when it was a nurse staffing company called American Mobile Nurses. With only 19 team members, Susan joined as the company’s first Chief Financial Officer. As she often jokes, it was really the role of a glorified bookkeeper, but she enjoyed the challenge. Soon the company began to grow rapidly, and Susan expanded her career alongside the enterprise. She began taking new responsibilities, including IT, marketing, operations, legal and sales. Eventually, she advanced into the COO, then the President, and now the CEO of the company. During her 27 year tenure with the company, AMN has acquired over 20 companies. Additionally, she helped the company go public on the NYSE and managed
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Susan Salka
AMN Healthcare’s position as the industry leader gives us an opportunity and a responsibility to innovate and elevate our collective contributions to healthcare delivery. Together, we make a critical impact in the lives of millions of patients every year
CEO & President
the organization through economic downturns as well as growth stages. At AMN, the Team is the Best Asset The AMN Healthcare team is the organization’s best asset. The hard work, innovation, and execution of the organization’s nearly 3,000 team members has guided its success. According to Susan, anyone can have a good idea, and many can come up with good strategic planning surrounding those ideas. But one hasn’t accomplished anything until one can move those ideas forward through solid execution. This is where the team at AMN excels, often implementing strategic priorities that meet or exceed objectives. Healthcare: An Arena with Incredible Growth Potential The human resource function within healthcare is growing rapidly, thanks to market drivers such as an aging global population, retirement surges for healthcare professionals and the ongoing shortage of clinicians. Many healthcare organizations are also realizing the importance of recruiting
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the right candidates and engaging them in their work. They understand that employee retention and recruitment are vital to the organization as people are often a company’s best asset. Many healthcare organization are focused on providing quality patient care and often opt to partner with a staffing expert like AMN Healthcare to support their human resource function. Healthcare facilities that choose to partner with AMN benefit from the company’s expertise in recruiting, managing, strategic planning, allowing the healthcare facility and their clinicians to instead focus on providing great patient care. Bright Days Ahead Susan believes one of the most important ingredients to the success of
AMN Healthcare is the way the company engages clients in finding innovative solutions to their staffing challenges. The organization prides itself on anticipating client needs and bringing solutions forward in real time. The healthcare workforce has always been faced with clinician shortages and this trend only looks to continue given the scarcity of healthcare professionals, quick retirements among the experienced and specialty practitioners, and growing demands due to the aging population and the improving economy. Healthcare service providers will soon need more help in hiring and optimizing their workforce. AMN Healthcare provides the most advanced staffing tools available and is now quite busy developing new services. At the same time, the organization is expanding its managed services program and the recruitment services offerings in order to provide the broadest and most diverse portfolio of workforce solutions in the healthcare industry, and to deliver greater value to their client now and in the future.
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Bonfyre: Improving Workforce Engagement and Driving Culturally Enriched Workplaces
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ompanies everywhere are constantly on the search to find (and keep) top notch employees whose values and goals align with those of the organization. In order to accomplish this, companies must maintain a robust HR team with strong leadership and tools that drive rich company cultures and high engagement rates throughout the organization.
working to improve its product offerings, most recently with the addition of secure, one-to-one direct messaging that helps remote workers stay connected and wellinformed.
In order for any company or organization to make progress in these areas, more focus needs to be placed on the employees themselves. Developing a healthy work environment and company culture is a crucial first step. Enter: Bonfyre, a company that helps businesses do just that.
Helping Employees Build Personal Relationships in Workplace The main driver of a solid company culture comes from creating and maintaining personal relationships between employees in the workplace. Bonfyre strives to do this by providing businesses ranging from medium-size startups to Fortune 500s with a platform that mimics familiar social media apps, making it easy to boost adoption among employees. Users can scroll through a continuous feed and share statuses, announcements, photos, articles and more. Admins may also send surveys or trivia questions to employees, in addition to puzzles and other activities. Bonfyre allows employees to set up their specific profile with anecdotes about their personal interests to further drive employee “relatedness.” The platform can be used to connect teams across offices to promote better engagement among remote employees, and better integrate them into the company culture.
Bonfyre is a workplace culture platform that is headquartered in St. Louis and serves large organizations like Express Scripts, Marriot International, Commerce Bank and Golden Corral. The Bonfyre team is constantly
The idea behind the creation of Bonfyre was sparked from a desire to explore how technology can be used to drive large-scale change within an organization. Today, the company has evolved into a communications platform that
The HR industry, in addition to the businesses it serves, will go through incredible changes and growth in the next decade. These changes are heavily driven by technology, as the growing investment in HR is fueling the growth of new tools and tech, and pressuring more established players to evolve. Experts also suggest that extrinsic-based incentive programs will turn into intrinsic drivers, resulting in better performance among employees.
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Forever change your workplace culture, communication and engagement with Bonfyre
Mark Sawyier
Chris Dornfeld
Co-founder & CEO
Co-founder & President
is used by some of the world’s top companies, helping employees across the world form relationships with one another in the workplace. The Men who lit the Bonfire to Celebrate Workplace Culture Chris Dornfeld and Mark Sawyier founded Bonfyre in 2012. Currently, Chris serves Bonfyre as the Cofounder and President, while Mark serves as its Co-founder and CEO. For two decades, Chris has applied his talents in strategy, technology and performance management to solve complex problems and build high performing organizations. His experience spans start-ups, global corporations, higher education institutes and as CIO for the City of St. Louis. Chris has a unique viewpoint that drives his understanding of culture, relationships, technology and their impact on human performance. Educated at The University of Kansas and starting his career as an architect, Chris has always focused on building things that positively impact the world.
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Recently, he led the creation of a national collaborative network to address STEM education in partnership with science centers, GE and National Geographic. Mark founded his first company in 2004, an off-campus apartment website, while he was pursuing his bachelor’s degree at the Washington University in St. Louis. Mark is a passionate entrepreneur who is known for bringing his curiosity, creativity and passion for technology to companies ranging from Fortune 500s to early-stage startups. Apart from his entrepreneurial skillset, Mark has also been active in local not-for-profits such as COCA, Saint Louis Art Museum
and Peter & Paul Community Services. Mark has always firmly believed in the fact that the people are the most valuable factor for any successful company. For Mark, maintaining a workplace culture that benefits the employees best showcases that value and affects the business’s bottom-line. Future Goals of Bonfyre With a goal of constant growth and improvement, the Bonfyre team is currently working on refining and adding more intelligence-driven features to its platform. Customer needs and feedback are aspects that contribute largely to future advancements of the platform. Most recently Bonfyre developed a proprietary machine learning algorithm that categorizes how people are using their platform across four categories: relationship building, knowledge sharing, internal communications and recognition. Bonfyre views these categories as the areas companies need to focus on to drive engagement and culture.
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Editor’s Opinion
RE-INVENT THE FUNDAMENTALS OF HUMAN RESOURCE
MANAGEMENT I
n every phase of human civilization, there are random ups and downs but the job sector has seen the worst in recent times. The world politics and economics have been through a lot of fluctuations. Let it be the US or the global scenario, the world has witnessed horrible stress and pressure in the workplace last year. The job of a Human Resource(HR) manager or a Human Resource Management (HRM) company has become more challenging especially after the extreme level of pressure applied on the employees for long working hours and rapid cutting down of jobs. The HRM teams must look carefully on the matter and focus on the new challenges to keep up with the pace. The Global Head of Talent Management at a German software corporation, SAP, Bhuvaneswar Naik said, “The only way to have a competitive advantage will be to keep reinventing the fundamentals of HR.” Talent acquisition and its challenges In every country, the present scenario seems that the population is rising at a rapid pace, more talented and better skilled labors are outsourced from other countries, machines and computers are replacing human workers, and factories are
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shutting down. In such a time when entrepreneurs are going for more automated workers, the unemployment is rising and simultaneously the demand for HRMs are getting reduced.
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As more and more jobs are getting automated now, companies are looking for people with only specific set of skills. Clearly, once that person with the required set of skill is a part of the company’s workforce, the HR team must constantly remember to appease them. The vice-president and HR of Metropolis Health Services, Russell Rozario, pointed out another challenge and said, “For example, we are reaching out to the retail space because people have some knowledge about the healthcare space, or to telecom, because they have worked within an industrial distribution network.” Hiring, training and keeping employees stay relevant to the industry In most enterprises, employees are traditionally trained by the organizations but the trend is changing now. Experts say that while the person who is hired might be skilled and good in performing certain roles, the companies must look for the ones who are curious to learn. These curious people are the ones who can shift from one to another role. They suggest that a mix of apprenticeships as well as some online certifications and courses can help employees to stay updated and relevant even in the rapid changing scenario of the professional world. Stephane Kasriel, the Chief Executive Officer at a global freelancing platform named Upwork, mentioned the need for updating themselves and staying relevant, in an article for World Economic Forum published last year. Kasriel said, “No matter how much training is on offer, companies probably won’t have all the tools they need and freelancers will begin filling those gaps.” He informed that the employees must renew their skills as often as possible to stay relevant to the industry. Redefine Work-Diversity through HR tactics Experts say that diversity is not just a
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matter of demographics but the approach to diversity is most likely to become more varied where corporations need to look at attaching thought diversity as an important aspect of the workforce diversity. The Human Resource Managers must focus more on the individual’s unique and exceptional skills and at the same time they should acknowledge and encourage their unique perspective and the ways of thinking. The modern industry is different from what it was few years ago and it is evolving daily. Those days are coming to an end when people used to spend their whole life working in a single corporation. Its time when freelancing is reaching at the peak. Professionals define a diverse workforce as a mixture of full-time and freelance employees which includes young and old of all genders. The Chief of HR at VFS Global Bernard Martyris said, “Diverse workforce is a trend we can see, but it will make employee engagement more complex.”
with business and people, towards better employee experience.” Data Analytics is the new point to focus on Every businesses and enterprises are relying heavily on technology to keep a track of life-cycle of every employee. Technological advancements are opening a wide window for the HRM providers. With these, the extent of data available with the HR team will go beyond just joining date and remuneration increase. Experts comment that data analytics will not enable HR to provide and track training, but also enable them to correlate reasons for attribution and client loss. Highly experienced people in the human resource management industry mentioned that the introduction of more artificial intelligence and robotics in data analytics will smoothen sharper people insights and predictive analytics for the proactive and the better-quality decisions of the HR Managers and HRM providers.
Entering the Digital Industry With the increase in the work- pressure for the HR and HRM providers, organizations are soon going to employ analytics to understand the people’s demand in a more customized and individual manner to provide solutions using mobile technology and other newer platforms. The possibilities of digital technology into the process of Human Resource Management are endless, that is, easier ways to analyze and manage performance, the mobile friendly platforms for communication, continuous feedback and pulse surveys and easier HR systems, automated processes, chatbots and a lot more. While talking about the possibilities of ultimate digitalization of the HRM processes, the Head of HR of Infosys, Richard Lobo said, “Automation of HR processes must take place to reduce effort spent in redundant processes. The time made available through automation can be used to truly partner August 2017
HRsoft: Providing A Complete Compensation Solution for Employers
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R is changing rapidly with various trends still on the way. Due to this change, Human Resource Management (HRM) Providers are changing and evolving adapt to this new environment. Just some of the major changes facing HRM providers are globalization, a changing workforce, workforce diversity, pay equity and that’s just the beginning. Leading the way for HRM providers in the area of compensation management and total rewards is HRsoft - an award-winning talent management software company that specializes in cloud-based compensation solutions that help managers save time and their best employees. We’ve named HRsoft one of the 10 Best Performing HRM Solution Providers of 2017. By focusing specifically on compensation and total rewards software, HRsoft has created a best-of-breed solution that offers industry leading configurability and functionality that their clients love. Both user-friendly and client-centric, HRsoft is quickly becoming the compensation solution of choice for employers around the globe. Luke Malloy, VP, Compensation, Ameriprise Financial, commented on the services of HRsoft and said, “We completed a full replacement of old outdated solution with the HRsoft compensation module to plan and pay salary increases, incentive payments for 20 plans and long-term incentive awards. HRsoft has a great solution and even better people.”
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HRsoft focuses on innovative product delivery for “Complete Compensation” HRsoft started their journey to fill in the gap where the modules provided by HRIS vendors proved to be lacking. They saw that the companies with more than 1,000 employees have needs around compensation planning that are too complex for HRIS vendors to handle. HRsoft’s specialization in “complete compensation” enables them to stay focused on best-of-breed solutions for compensation planning and total rewards – two areas where many employers still struggle with spreadsheet and paper based technology. Like many other software companies, HRsoft marks their biggest challenge as growing responsibly while continuing to balance that with new innovations that their clients need. There appear to be many opportunities in terms of expansion, but maintaining focus and continuing to deliver innovative products with great support is their priority. This type of focus also helped HRsoft recently win SaaS Product of the Year in the Stratus Award Competition where judge Jason Bloomberg said, “HRsoft targets the retention problem across multiple industries via a proactive and strategic approach – where other companies only offer reactive, tactical tools that rarely work.” About the Man Leading HRsoft David Kennedy, the CEO at HRsoft, has a solid experience of more than twenty years in leading HR
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Our people, our approach and our technology are the entities that have driven our success at HRsoft David Kennedy CEO
services and technology vendors. Kennedy finished his education from the State University of New York Maritime College and previously he has served as the President of First Advantage’s Background Verification Group. Under David’s leadership, the business grew from $12m to $65m in revenue through organic growth and acquisitions. The three pillars on which HRsoft stands The company believes there are three keys that have driven their success: their people, their approach and their technology. HRsoft says they are really in the “people business” and that continues to be the foundation of the company. Their customer service model is unique in the industry known as “i2i Implementations”. The company does not outsource unlike others and their entire business is in house from R&D and implementations to professional services and client success. They define their second key to be their approach. Their complete
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compensation service allows employers to leverage their largest line item that is, payroll, in a more efficient and effective way. Experts say that it’s not about just buying a module to automate a process, it’s about providing an end-to-end compensation solution that drives efficiency for HR and retention for the organization with both manager and employee facing compensation tools.
unable to be duplicated by the big box vendors and provides their clients with their own private piece of the cloud that dramatically improves reliability, security and usability.
SaaS technology has changed a lot in the last few years but HRsoft is leading the way with their award-winning InSITE Technology – their third key to success. InSITE provides the most secure, scalable and configurable HR SaaS platform on the market which also integrates seamlessly with almost every HRIS provider. They claim that their layered architecture and infrastructure tenancy model are
The Way Forward HRsoft is working on some exciting ideas and the world is soon going to get some amazing HR tools. HRsofts’s core focus is on: the leader of Compensation. The company is growing rapidly because they continue to refine the software to allow their clients to be more efficient with both their time and their budgeted spend.
“Great Software. Great People. Your software is fabulous but it’s the people, your people, who make the difference,” said the HR Manager at Ascension Health.
Additionally, they see opportunities to make the deployment of their software faster and more flexible. Clients’ longterm cloud strategies are firming up and HRsoft is able to align itself completely with the requirements of their clients.
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Path to Success
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hen you start to develop your powers of empathy and imagination, the whole world opens up to you,” said by famous American actress and activist Susan Sarandon.
In any field of Human Resource and Human Resource Management, the first challenge comes with the hiring of an employee based on the requirements of the employee and the employer. Followed by the recruitment procedure, the biggest challenge that comes to the scene is keeping the talent active for a longer period, and that can only be achieved by introducing salary hikes, employee engagement activities and various other benefits being offered to the employees. Employment engagement activities not only keep the employees’ active and mentally charged for work process, but also keep up the vibe for the dayto-day stressful work. Experts say that empathy is one such thing which plays a vital role in holding employees for a long time, yet it is one such skill which is often overlooked in the workplace. Empathy is defined as the awareness of one’s own and other people’s feelings, needs, and concerns. Research studies have revealed that the individual who is quite empathetic can prevent poor morale, misunderstanding, and conflicts, ultimately allowing a person to build a significant and long-lasting relationship with others. Hence, philosophers have stated that this is the quality which is helping a person to achieve both personal and professional success. Empathy and Sympathy Are Entirely Different “Empathy fuels connection; sympathy drives disconnection,” asserts Brene Brown. People often get confused between empathy and sympathy and think that they mean similar things though they don’t. If one sees the dictionary, one can quickly find out that they say two entirely different things. The dictionary defines empathy to be the ability to understand the thoughts, emotions, and experiences of another individual and on the other hand, sympathy is stated as the feeling comprising of pity and sorrow which one feels for someone else’s misfortune. In short, empathy is defined as the ability to step into someone else's shoes, being aware of that person’s feelings and considerate of that person’s needs.
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August 2017
“Leadership is about empathy,” asserts Oprah Winfrey. Best Ways to Develop Empathy in the Workplace Most of us often overlook or neglect the fact that others can also feel something about a certain thing as we remain mostly preoccupied with our thoughts. This is the reason which often gives rise to misunderstandings and conflicts, consequently resulting in a toxic and pressured environment. Experts are now referring, while in a conversation, people should look at the facial expressions, body language, gesture, the pace of speech which they feel are contradicting to their thought. Sometimes, words do not speak everything, yet the expressions speak a thousand words which the speaker might want to say in reality. It is important to gain patience, pay attention to everyone and everything that is happening around and respond to people in the workplace and elsewhere in a supportive way and not in a way which might give rise to a conflict. The world has already got too many speakers as most of the people on earth love to speak and there are only a few people on the planet who love to listen. Experts suggest that the first way to win people’s heart is to be willing to listen to others and not just observing. Recent studies revealed that top three business skills, which leaders are looking for while hiring someone, are people’s skills, team-working skills and strong and effective communicative skills. Apparently, it seems that the basis of all these skills is August 2017
listening. It does not matter who is speaking, but what counts more is that you are listening and that is what will help you and your business to succeed in the days of future. “Empathy isn’t just listening; it’s asking the questions whose answers need to be listened to. Empathy requires inquiry as much as imagination. Empathy requires knowing you know nothing. Empathy means acknowledging a horizon of context that extends perpetually beyond what you can see,” said Lesli Jamison. How can empathy help your business grow? An independent survey has revealed that a major percentage of employees believe that profit is everything that the organization cares about and they are not even bothered about the employees. This apparently gives us the picture of a scenario where it shows how the employees all over the world see their workplace to be and how emotionless that seems. It seems to employees that the employers are focused on filling their pockets and nothing else and this is the idea which has to be changed anyhow, and as soon as possible, otherwise the organization will not be able to pace much towards success. This can lead to a very harmful perception getting built in the mind of the people, reduce the morale of the company and can ultimately lead to the lack of proper human resource in a company.
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Jumpstart:HR: Helping Businesses Run Efciently
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R Consulting services often play a vital role in determining the success of an organization. They develop and retain a workforce in order to accomplish business goals. So, with a focus on growing small businesses and startups through cutting edge HR consulting services, enters Jumpstart:HR. Established in 2011, the US based company transforms challenges into opportunities, while providing innovative HR solutions that increases access to the successful implementation of talent management strategies, programs, and processes. The organization works with its clients as a virtual or on-site service provider to streamline HR policies, procedures and challenges to run businesses more efficiently. Building a Better Business Jumpstart:HR has been respected by bringing a fresh combination of HRM knowledge and strategy to the Small Business and Startup marketplace. Most of the HR agencies scare their prospective customers into compliance by only sharing the negative aspects of poorly run HR functions within an organization. They often commoditize HR by sharing a list of transaction services that can be acquired anywhere. That’s where Jumpstart:HR stands out, as it says, “let’s build a better business together” and not “let me save you from the scary compliance monster!” The company invests knowledge, resources, and hustle muscle into customer organizations, so Jumpstart:HR’s ROI is its customer’s ROI. Due to its holistic approach, the organization has received numerous numbers of testimonials. However, the biggest
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feedback it has received is just how valuable it is to have strategic HR on a fractional basis. Making this type of leadership accessible for its customers has resulted in their tremendous success and sustainability. With the support of a Strategic HR Partner like Jumpstart:HR, some of their clients have gone on to receive prominent accolades such as being on the Inc. 5000 list and winning Best Place to Work awards - not to mention organizational growth and profitability. The Passionate Leader Joey Price, CEO of Jumpstart:HR started his career as a Human Resources Assistant more than a decade ago, and eventually ended up in the boardroom as a CEO of an HR consulting firm. With hands on experience of over ten years as an HR expert in various organizations, he identified the needs to revitalize underperforming businesses through some never seen before innovative consulting strategies and efficient HR administrative outsourcing support. So, in the midst of recession and an uncertain economy, he founded the company on October 12, 2011, with a mission to help small business owners build capacity, lead happily engaged teams, and weather to storms of economic uncertainty and business climate change. Eventually, with the backing of HR professionals with years of industry experience in helping businesses translate their goals to high ROI through happily engaged staff members, Jumpstart:HR helped many small businesses and startups to rebuild, and his business to grow as well. Since the inception of the company, Joey has earned many
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Let’s build a better business, together
Joey Price CEO
recognitions from the industry which includes Baltimore Business Journal’s Top 40 Under 40 Award for his innovative and creative approach to HR for small businesses, the SHRM’s HR Magazine even featured him in “Top 30 HR Professionals Under 30”. Joey is a serial entrepreneur and loves helping leaders develop, so he hosts a weekly podcast about personal and professional growth for entrepreneurs called the Business, Life, and Coffee podcast. The show is completely determined on enhancing the quality of business and life. Joey engages in conversation relating to personal finance, psychology, professional development and business for emerging professionals and business owners alike. A Unique Industry According to Jumpstart:HR, the HRM industry is in a very unique place, with quite a lot of upside. Many expert scholars and well-known businessmen over the past few decades emphasize on the importance of intentional HRM Leadership and case studies of successful HRM and not so successful HRM in different areas like talent &
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recruitment and intergenerational workforce that can be easily found. The message is finally sinking in with the CEOs and Executives that in order to drive profits and productivity, one must inspire and cultivate his people. The organization believes, “good products don’t make a business, good people do”. Every business is the end result of a bunch of people, who work for it and last but not the least HRM is a key environmental architect that makes work productive, safe and rewarding. The organization also believes that rather than replacing senior level HR professionals, the HR Technology will aid them. The technology has made the processes far more efficient and user friendly for employees and how HR professionals can make more intelligent decisions about the people based on HR Tech. Tackling Uneven Roads During the initial days, it was quite
challenging for the organization to get customers know about it, and building trust among the clients was also an issue. However, to overcome that, the company adopted a ‘teach first’ approach to sales and marketing. Blogging, social media, and public speaking, all played a role in helping customers see the immense value they can receive while working with Jumpstart:HR. Eventually, these helped prospective clients to see special moments that led them to think of new possibilities in their businesses. What Future Holds for Jumpstart:HR The company will continue to find new and different ways to add value to various small businesses and startup clients across the United States. In the midst of changing laws, changing preferred practices around talent management; and the economic changes, Jumpstart:HR will continue to find its way to respond and prepare its clients to be successful. According to the organization, there are many ways to do that, but soon it will be rolling out a few new initiatives over the months and years to come.
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